JSC Atomenergoprom Annual Report
JSC ATOMENERGOPROM / ANNUAL REPORT / 144
I
-
Prevention of forced and child labour: preventing situations when people are forced to work using
violence and intimidation; avoiding the use of child labour and eliminating it completely throughout
the world;
Prevention of harassment and abuse: aggressive behaviour, threats and insults in any form (physical,
verbal, psychological or sexual) are not allowed either in or outside the workplace; the Company
protects people's dignity and equality;
Prevention of any discrimination: the Industry-Wide Agreement on Nuclear Power, Industry and
Science and the Company's internal regulations contain no provisions barring people from being
employed in the industry on the grounds of gender, ethnicity, background, the level of personal wealth,
marital or social status, position, age, place of residence, attitude towards religion, political opinions or
membership of public associations; any personnel management decisions, from hiring to retirement,
are based on the principle of equal opportunities;
Equal access to opportunities and fair remuneration: all employees receive competitive salaries and
have equal access to opportunities: social security, training enabling both professional and personal
development;
Freedom of association and the right to collective bargaining: the Company supports freedom of
association, recognises employees' inalienable right to collective bargaining and the right of each
employee to collective representation of their interests, and respects employees' right to membership
in organisations aimed at safeguarding and promoting their interests;
Development of the regions of operation and local communities: the Company has adopted a
responsible approach to respecting the rights and promoting the well-being of local communities in its
regions of operation; it cooperates with government bodies and treats local residents in its regions of
operation with respect
The Industry-Wide Agreement on Nuclear Power, Industry and Science and the Company's internal
regulations contain no provisions barring people from being employed in the industry on the grounds of
gender, ethnicity, background, the level of personal wealth, marital or social status, position, age, place of
residence, attitude towards religion, political opinions or membership of public associations.
The Company's top priorities in the sphere of employment rights and human rights are to provide a
workplace environment that poses no risks to employees' lives or health and to promote a responsible
approach to occupational health and safety at all management levels.
JSC Atomenergoprom and its organisations support freedom of association, recognise employees'
inalienable right to collective bargaining and the right of each employee to collective representation of
their interests, and respect employees' right to membership in organisations aimed at safeguarding and
promoting their interests.
The Company and its organisations have adopted a responsible approach to respecting the rights and
promoting the well-being of local communities in their regions of operation, cooperate with government
bodies and treat local residents in their regions of operation with respect.
GRI 2-26 Employees are informed about an industry-wide hotline which can be used for submitting reports,
including complaints and enquiries from individuals and organisations, as well as questions concerning
ethical conduct, to safeguard their right to apply in person and to submit individual and group enquiries to
protect the rights and legitimate interests of the company, its organisations and their employees.
GRI 2-26 Code of Ethics61
GRI 2-23 ROSATOM and JSC Atomenergoprom have adopted a uniform Code of Ethics and Professional Conduct
for Employees. The Code of Ethics communicates the key values of the nuclear industry and defines
the relevant ethical principles of employee conduct when interacting with a wide range of external and
internal stakeholders. The rules of conduct set out in the Code concern combating corruption, protecting
the Company's resources, property and information, occupational health and safety, industrial and
environmental safety, conflict prevention and resolving conflicts of interest, as well as maintaining the
corporate image.
For more information on the application of the precautionary principle, see the Unified Industry Policy on
Sustainable Development62.
Plans for 2023 and for the medium term:
-
To create an environment for continuous development;
To shape an open culture and encourage employee involvement;
To update the Code of Ethics and improve the performance of the Ethics Board;
To develop a safety culture aligned with the Vision Zero paradigm
(for details, see the section 'Occupational Safety and Health');
To improve the quality of employees' life and promote a healthy lifestyle;
To improve the handling of reports and enquiries;
To continue to top the rankings of the best employers;
To develop an online training system and increase the number of employees covered by training
programmes.
HR POLICY AND SOCIAL RESPONSIBILITY
61. See https://rosatom.ru/upload/iblock/d08/d08a5dc6dedea5cf251f81e14f8742d7.pdf
62. https://rosatom.ru/upload/iblock/a42/a42fc60d74177edf55f9e4ec64618da3.pdf
HR POLICY AND SOCIAL RESPONSIBILITY
JSC ATOMENERGOPROM / ANNUAL REPORT / 145View entire presentation